Chamber and committees

The recruitment and deployment of police officers is a matter for the Chief Constable. The Scottish Government has increased police funding year-on-year since 2016-17, investing more than £14.6 billion since the creation of Police Scotland in 2013, with £1.64 billion being invested this year. Scottish Government funding in 2024-25 enabled Police Scotland to undertake the highest level of recruitment since its inception and Scotland continues to have more police officers per capita than England and Wales.

The Chief Constable has made it clear that she intends to bring the frontline of policing to its strongest possible position and that frontline strength goes beyond an overall officer headcount to focus on the whole policing workforce. Police Scotland’s three-year Business Plan 2024-2027 sets out an ambitious programme of workforce modernisation, reducing back-office duplication and creating capacity to deal with new and emerging threats. The current Police Scotland workforce figures indicate that the total policing workforce stands at 22,482 (FTE).

The forthcoming draft Climate Change Plan will set out our pathway to net zero over the plan period of 2026-2040, in a way that is just and fair. Our plan will also set out the estimated costs and benefits of the policies and proposals within.

The plan will be subject to, and published alongside, a suite of impact assessments which ensure policies and proposals are informed by evidence and consider their potential effects on individuals, businesses, and communities. These published impact assessments will include, amongst others, an Equalities Impact Assessment (EQIA) and an Island Communities Impact Assessment (ICIA), which ensure our policy drives progress towards our National Outcomes, statutory targets and commitments within the Policy Prospectus.

The Scottish Government acknowledges that the increase in children, young people and adults seeking neurodevelopmental support and assessment across Scotland is creating challenges for services.

Scottish Government officials are engaging with Health Boards across Scotland to understand the challenges that they are facing in providing assessment and support services for neurodivergent adults, and to discuss potential solutions.

We fund the National Autism Implementation Team to support NHS Boards to develop, enhance and redesign local neurodevelopmental services for adults.

While the Scottish Government has overall policy responsibility for health and social care policy in Scotland, decisions on how to deliver services to best meet the needs of the local population are the responsibility of NHS Boards and their partners.

The 2025-26 Budget which has been approved by Parliament will provide a record £21.7 billion for Health & Social Care next year. This includes £16.2 billion for health boards - a 3% cash uplift and real terms increase on their baseline funding. It will also deliver record funding of over £15 billion for Local Authorities, a further 4.7 per cent real terms increase.

We have allocated £123.5 million to Health Boards this year on a recurring basis through the Enhanced Mental Health Outcomes Framework which plays a part in improving the quality and delivery of mental health and psychological services, including neurodevelopmental services for children, young people and adults.

Ministers recognise the very challenging financial landscape across health and social care but remain committed to making progress regarding the removal of non-residential charging in partnership with others.

Ongoing engagement work has made clear there is variation in non-residential care charging across the country and some groups and people are more adversely impacted. We will continue to work with others on this issue to ensure people have greater clarity on what charges apply and where they can go for support.

Operational matters and internal policies are the responsibility of the Chief Constable, who is committed to ensuring all staff voices are heard. The Scottish Government expects Police Scotland to support a diverse and inclusive workplace where all staff networks are treated with respect. Police Scotland continues to engage with staff associations and networks to consider the impact of the recent Supreme Court ruling on its internal policies.

The Scottish Government received an Emergency Services Mobile Communications Programme (ESMCP), Draft Programme Business Case (PBC) from the Home Office in May 2024. This indicated that the Emergency Services Network (ESN) would be delivered by 2029-30.

Since then the Home Office has completed a major re-procurement exercise, which has resulted in the appointment of new commercial suppliers to deliver the Programme. The Home Office is currently updating the 2024 PBC and associated documentation, to reflect the impact of the new suppliers. This information is expected to be shared with partner organisations, including Scottish Government, in the coming weeks.

While the re-procurement exercise has introduced delays into the Programme, this has not had any operational impacts on the emergency services in Scotland, who continue to use the Airwave network for critical communications.

Officer wellbeing and retention are operational matters for Police Scotland. I refer the member to my response to S6W-35420 on 17 March.

The Chief Constable has stated to the Criminal Justice Committee that the wellbeing of police officers and staff is one of her main priorities. Police Scotland has made a £17 million investment in wellbeing, which includes a 24/7 Employee Assistance Programme and enhanced occupational health services, to support officers and staff wellbeing.

All answers to written Parliamentary Questions are available on the Parliament’s website, the search facility for which can be found at https://www.parliament.scot/chamber-and-committees/written-questions-and-answers

Disturbance by low frequency sound is typically described as hearing a low rumble, and it can be distressing, due to sleep disturbance and other symptoms. In some instances the low-frequency noise complaint can be traced to a sound source. If the source can be found then there is a chance the noise can be mitigated. However, in many cases no sound can be traced that could account for the disturbance.

The relevant local authority has responsibilities to consider the granting of any planning permission and enforcement action related to low-frequency noise, supported by the National Planning Framework 4 (NPF4). The environmental health department of that authority consider and act if there was determined to be a breach of the relevant legislation, such as noise and statutory nuisance legislation.

As the national Parliament, there is the need to balance the needs and legal rights of all those who work at and visit the Parliament, and manage the tensions this sometimes creates.

The right to private life is a key consideration for all employers and we will continue to ensure that such rights are protected. The Corporate Body has a general public sector duty and must have due regard to the need to–

• Eliminate discrimination

• Advance equality of opportunity

• Foster good relations between different people when carrying out their activities.

We will continue to ensure all our services, policies, practices, events and decision-making processes are fair and systematically assessed (in respect of protected characteristics). The next phase of our work will look at changes in the medium to longer term to enhance our inclusive provision and includes engaging with staff, Members, Members’ staff and other stakeholders including external groups and organisations who work regularly and closely with people across all of the different protected characteristics.

The SPCB is committed to creating and maintaining a safe, welcoming and inclusive working environment that nurtures a culture in which we treat one another with courtesy and professionalism. There is no place for bullying, harassment, discrimination, sexual misconduct or victimisation in our parliamentary community and each of us is responsible for the way we interact with and treat others.

As an employer, the SPCB aims to create a working environment in which staff are treated with respect, in a manner that allows them to maintain their dignity and where there is zero tolerance of harassment and bullying, including on the basis of gender identity or expression. This includes protecting staff against harassment or bullying behaviour from third parties.

Inclusiveness and respect are core values for the Scottish Parliamentary Service (SPS), and we value the diversity of our staff and respect individual differences within an inclusive working environment. We want to continue to attract and retain a workforce that reflects diverse communities and we are committed to eliminating discrimination and complying with our equality statutory duties. And our staffing policies and practices are in place to continue to achieve this.

The SPCB’s Dignity at Work Policy plays an important part in preventing staff from experiencing bullying and harassment and ensures all staff are clear about what is acceptable behaviour in the workplace. We continue to develop our employment practices to ensure legal compliance and workplace integrity.  A formal review of the Dignity at Work Policy will take place this year.